ZUG im Personalrat

Dear colleagues,

Thank you for your interest in ZUG!

Here we have put together a list of reasons why it is a good idea for you to vote for our list on 18 June 2024/19 June 2024 or by postal vote(submit your proposal here).

Dear colleagues,

Thank you for your interest in ZUG!

What does ZUG mean?

ZUG is the abbreviation for "Shaping the university together". We ZUGis believe that the university will only become an (even) better place to work if we continue to develop it together. We take Section 2 of the Lower Saxony Staff Representation Act (NPersVG) very seriously. It states: "(1) The department and staff representatives shall work together [...] in a spirit of trust and partnership", both "to safeguard the interests of the employees in the department" and "to fulfil the tasks incumbent on the department". "ZUG" is therefore not only quite purposeful, but actually a legal obligation! What's more, ZUG is great for puns. So: Full speed ahead!

Who is ZUG?

ZUG is a group of employees who are committed to representing the interests of all university employees. Our members come from different areas of the university and therefore have a wide range of experience and expertise. We see this as a great advantage when it comes to understanding your needs and concerns and representing them to the department.

In the last staff council election, 371 employees and 18 civil servants voted for us, which shows our strong mandate and the trust of those entitled to vote in our work. We at ZUG are independent and work without the support of external trade unions. This allows us to focus entirely on the specific needs and challenges of our employees. Our goal is to actively shape the future of the University of Oldenburg through partnership and innovative solutions.

What does ZUG stand for?

ZUG is committed to creating a modern and future-orientated working environment at the University of Oldenburg. Our aim is to organise the university in such a way that it meets the needs of today's working world. We support digitalisation to improve work processes without neglecting data protection and employees' rights. Open communication and collaboration are important to us in order to make decisions transparently and in your interests. Flexible working models and professional development are essential for us to enable attractive career paths at the university.

We are also committed to other important issues such as family friendliness, equal treatment and the promotion of an international and diverse university. ZUG wants to help ensure that the University of Oldenburg is an attractive workplace for all employees.

Update working conditions

  • Digital transformation: Our main focus is on the contemporary design of the workplace, particularly with regard to digitalisation.
  • Modern IT infrastructure: We are strongly committed to a modern IT infrastructure that enables effective communication and information sharing both internally and in national and international co-operations.
  • Digital tools and data protection: We strive to maximise the benefits of modern digital tools while ensuring the protection of our data. This includes the establishment of a central knowledge management platform that enables us to collect, organise and share relevant knowledge and resources at the university. This platform could include teaching materials, administrative documents and other important information to improve collaboration and information sharing. We also believe that a standardised and comprehensive communication platform is necessary and aim to develop a framework service agreement for the introduction of software solutions and digital processes. We also advocate for better equipment and improved access to resources for teaching staff.
  • Flexible working models: We want to support working models that ensure a flexible working day in order to position the university as an appealing employer on the labour market. This applies to all employee groups! Simplified and modern processes for proposals (recruitment, leave, business trips, etc.) are an important point in order to enable these models through a work organisation without media discontinuity. We believe that a communication platform that allows colleagues to exchange information through short official channels is just as important.
  • Utilisation of legal regulations: We are committed to the comprehensive utilisation of statutory and collectively agreed regulations in the interests of employees. Our goal is to utilise the existing opportunities to improve higher classifications, groupings, remuneration, continued employment after retirement and other employment contract provisions. We are convinced that these measures can contribute to the attractiveness of the university as an employer on the labour market and reduce staff turnover.
  • Promote career opportunities: We would like to promote further professional education so that employees can take advantage of targeted training programmes to improve their career opportunities and employment or to advance their careers. These should be embedded within the framework of central HR development.
  • Health in the workplace: We support initiatives to promote mental and physical health in the workplace by supplementing existing programmes such as the Company Integration Management (BEM). We propose expanding BEM to include a voluntary buddy programme in which experienced colleagues act as buddies to support returnees in their reintegration and act as contact persons. We believe it is essential to establish an open and supportive communication climate in which employees can address their concerns and stresses without fear of negative consequences. We also want to ensure that constant availability outside of working hours does not become the norm in order to enable employees to recharge their personal "batteries" in the interests of work-life balance. This requires not only clear rules at organisational level, but also a reduction in the number of tasks if constant availability is an expression of overload.
  • Childcare facilities:We would like to develop and implement measures to expand childcare services and the structural requirements for this (especially emergency care), also with regard to the cooperation agreement with the city of Oldenburg.
  • Promoting equal treatment & inclusion: We support initiatives and programmes that promote an inclusive and respectful working culture. We are committed to ensuring that diversity is perceived as an asset and that all employees feel valued and respected. This includes measures to recruit and hire a diverse workforce and create an inclusive organisational culture. We aim to ensure that the effectiveness of these measures is regularly reviewed and evaluated to ensure that the desired results are achieved and that a working environment is created in which everyone can realise their full potential.We are firmly committed to comprehensive equal treatment for all employees. A first step could be, for example, that not only married but also unmarried partners receive a paid day off on the day of the birth of their child.

Transparency, dialogue and trust

  • Open communication: We rely on open and trusting communication in order to share individual and common interests with all employees. Decisions should be made quickly and transparently.
  • Dialogue and cooperation: We want to actively engage in dialogue with you, the departments, the Schools and other decision-making levels. Our aim is to promote an open and trusting discourse that makes real interests heard and enables constructive cooperation with the Presidential Board, the department, the organisational units and, above all, with you.
  • Trust in your expertise: We trust in the expertise of our employees and are committed to drawing on this when making changes to topics and areas of work and ensure that we always make our decision-making process transparent from the outset.
  • Structured onboarding and offboarding:We are convinced that new employees should be optimally integrated into their new working environment through structured processes, clear guidelines, regular (networking) events or a mentoring programme. We also want to support departing employees through proactive offboarding processes to ensure a respectful farewell, early replacement planning and transparent communication. We want to promote guidelines that standardise exit interviews and feedback processes in order to retain valuable knowledge and enable continuous improvements at the university.
  • Transparency about support services:There are many support programmes for employees at the university on topics such as caring for relatives, sabbaticals and psychological help, as well as many other areas. We want to promote transparency about these programmes for employees so that all employees have easy access to the information and support they need.

Achieving more together

  • Active employee participation: It is important to us that all employees have the opportunity to actively participate in what is happening at the university and make their concerns heard. We are committed to strengthening employee participation and promoting open dialogue. By being open to the establishment of suitable platforms and channels, we want to ensure that ideas, concerns and feedback from all employee groups are heard and taken seriously. This not only contributes to a transparent and inclusive working environment, but also makes it possible to find solutions together and further develop the university as a whole.
  • Fair and transparent selection procedures: We are committed to ensuring that selection and appointment procedures are fair, transparent and swift. This is crucial in order to attract the best candidates and to avoid increasing the workload of our colleagues due to vacant positions. We want to strengthen trust in the selection process and promote a positive working culture by adopting a transparent approach.
  • Driving positive change: Our aim is to facilitate the necessary changes at the university in the interests of employees and to remove obstacles through solution-orientated, constructive collaboration. We want to continuously improve working conditions and promote innovative solutions.
  • Promote internationalisation:We are committed to the internationalisation of the University of Oldenburg by making the administration and the workplace more attractive for employees, teaching staff and researchers from all over the world. We would like to promote measures such as the provision of multilingual information and application forms and intercultural training for all employees. We are committed to ensuring that managers recognise the importance of language skills and intercultural competence and encourage participation in relevant courses.In addition, we believe in stronger national and international co-operation in administration (e.g. exchange programmes) and targeted training opportunities for international employees. In this way, we contribute to a more diverse and globally orientated university environment.

If you are now thinking "there must be ZUG in the matter", then we look forward to your vote!

(Changed: 11 Jun 2024)  | 
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